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Neuroinclusion in the Workplace: What Managers Need to Know

Neuroinclusion in the Workplace: What Managers Need to Know

Organizations across Canada are increasingly recognizing the value of diverse perspectives in the workplace. Yet one area of diversity often remains overlooked: neurodiversity.

Neurodiversity refers to the natural variation in how people think, learn, process information, and interact with the world. Individuals with ADHD, autism, dyslexia, dyspraxia, Tourette syndrome, and other neurological differences bring unique strengths and experiences to the workplace.

While awareness of neurodiversity has grown significantly in recent years, many managers still report feeling uncertain about how to support neurodivergent employees effectively. Creating truly inclusive workplaces requires more than good intentions—it necessitates knowledge, flexibility, and a genuine commitment to fostering psychological safety.

What Is Neuroinclusion?

Neuroinclusion is the practice of designing workplace environments, systems, and cultures that support employees with different ways of thinking and processing information.

Rather than viewing neurodivergence as a deficit to be corrected, neuroinclusion recognizes neurological differences as a natural part of human diversity.

A neuroinclusive workplace seeks to remove barriers that may prevent employees from contributing fully and ensures that people have equitable opportunities to succeed.

This approach benefits not only neurodivergent employees but entire organizations.

Why Neuroinclusion Matters

Research consistently shows that diverse teams are better equipped to solve problems, generate innovative ideas, and adapt to changing environments.

Many neurodivergent individuals possess strengths that are highly valuable in the workplace, including:

  • Creative problem-solving
  • Pattern recognition
  • Attention to detail
  • Deep focus on areas of interest
  • Strong analytical thinking
  • Unique perspectives on challenges

However, these strengths may go unnoticed if workplace systems are designed around a narrow definition of professionalism or productivity. Neuroinclusive practices help organizations unlock talent that might otherwise be overlooked.

Common Workplace Barriers

Many workplace challenges experienced by neurodivergent employees stem from the fact that environments and systems were not designed with diverse needs in mind.

Common barriers include:

  • Ambiguous instructions or inconsistent communication can create unnecessary stress for employees who thrive with clarity and structure.
  • Open-concept offices, constant interruptions, bright lighting, and excessive noise can make it difficult for some employees to focus effectively.
  • Traditional assumptions about when, where, and how work should be completed may unintentionally disadvantage employees who require different approaches to perform at their best.
  • Many neurodivergent employees choose not to disclose their experiences because they fear judgment, discrimination, or negative assumptions about their capabilities.

These barriers can affect performance, engagement, retention, and overall wellbeing.

The Role of Managers

Managers play a critical role in creating neuroinclusive workplaces. Employees often experience workplace culture most directly through their immediate supervisor. Small leadership behaviours can have a significant impact on whether employees feel supported and valued. Effective managers focus on understanding individual needs rather than making assumptions. Instead of asking, “How should everyone work?” neuroinclusive leaders ask, “What helps each person do their best work?”

Practical Strategies for Supporting Neurodivergent Employees

Communicate clearly. Managers can improve clarity by:

  • Providing written follow-up after meetings
  • Breaking complex projects into manageable steps
  • Setting clear expectations and timelines
  • Avoiding unnecessary ambiguity

Offer flexibility. Flexibility allows employees to work in ways that support their productivity and well-being:

  • Flexible scheduling
  • Remote or hybrid work options
  • Alternative communication methods
  • Modified workspaces

As leaders work to better support neurodivergent employees, professional development can help build the confidence and practical skills needed to foster inclusive environments. 

Elevate Workplace Learning provides course training on topics such as inclusion, workplace wellbeing, and leadership development. Learn more about Elevate Workplace Learning and explore courses designed to help leaders create inclusive and supportive workplaces.

Moving Beyond Awareness

Awareness is an important first step, but meaningful inclusion requires action. Organizations that prioritize neuroinclusion examine their systems, policies, and leadership practices through an accessibility and equity lens.

They recognize that inclusion is not about expecting employees to fit existing systems. It is about designing systems that allow a wider range of people to succeed. As workplaces continue to evolve, neuroinclusion will become an increasingly important leadership competency.

Organizations that embrace neurodiversity are better positioned to attract talent, foster innovation, and create cultures where employees can thrive. By focusing on flexibility, psychological safety, and inclusive leadership, managers can help build workplaces that recognize and value the full spectrum of human potential.

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AI in HR: How Canadian Employers Can Use Artificial Intelligence Responsibly

AI in HR: How Canadian Employers Can Use Artificial Intelligence Responsibly

Artificial intelligence is no longer a future workplace trend – it has begun reshaping how organizations recruit, assess, develop, and retain talent. From resume screening software to predictive analytics and employee engagement tools, AI is becoming increasingly embedded in human resources processes across Canada. For HR leaders, this presents both immense opportunity and significant responsibility.

AI can help organizations save time, identify patterns in workforce data, and improve operational efficiency. At the same time, poorly designed or poorly governed AI systems can reinforce existing inequities, introduce bias into hiring decisions, and create new ethical and legal risks.

As organizations continue adopting AI tools, the question is no longer whether AI belongs in HR. The question is how employers can use AI responsibly while maintaining fairness, transparency, and trust.

What Is AI in HR?

AI in HR refers to the use of artificial intelligence technologies to support people-related functions, such as:

  • Recruitment and candidate screening
  • Performance management
  • Learning and development
  • Workforce planning
  • Employee engagement analysis
  • Internal mobility and succession planning

Many organizations already interact with AI-powered tools without realizing it. Applicant tracking systems may automatically rank candidates. Video interview platforms may evaluate speech patterns or communication styles. Learning platforms may recommend training content based on employee behaviour.

When implemented thoughtfully, these tools can help HR teams work more efficiently and make better-informed decisions.

The Promise of AI for HR Professionals

AI offers several potential benefits for organizations. 

Administrative HR tasks can consume significant time and resources. AI can automate repetitive activities such as scheduling interviews, screening applications, and generating reports. This allows HR professionals to focus more energy on strategic priorities, relationship-building, and employee support.

AI systems can analyze large amounts of information quickly and identify trends that might otherwise go unnoticed. Organizations can use workforce analytics to identify turnover risks, evaluate employee engagement patterns, and inform talent development strategies.

AI-powered learning systems can recommend training opportunities based on an employee’s role, goals, and interests. This creates more individualized learning experiences and supports continuous professional development.

The Risk of Algorithmic Bias

While AI can increase efficiency, it can also amplify existing workplace inequities. AI systems learn from data. If historical workplace data reflects systemic bias, the AI may learn and reproduce those patterns. For example, if a hiring algorithm is trained on years of recruitment decisions that favoured certain demographics, it may continue recommending candidates who resemble previously hired employees.

This can disadvantage qualified candidates from underrepresented groups.

Algorithmic bias may appear in many ways:

  • Resume screening systems favouring certain educational backgrounds
  • Hiring tools creating limitations due to employment gaps
  • Performance prediction models based on biased historical data
  • Language-processing tools that disadvantage multilingual candidates

Why Human Oversight Still Matters

One common misconception is that AI can make completely objective decisions, when in reality every AI system reflects human choices.

Humans make decisions on:

  • What data is used
  • Which outcomes are prioritized
  • How success is measured
  • When recommendations are accepted or challenged

Responsible organizations recognize that AI should support decision-making rather than replace human judgment. Human oversight remains essential, particularly when decisions affect employment opportunities, promotions, accommodations, or performance evaluations.

HR professionals must be prepared to ask critical questions:

  • How was this tool developed?
  • What data was used to train it?
  • Has it been tested for bias?
  • Who is accountable for its outcomes?
  • How can decisions be explained to employees?

Building an Ethical Approach to AI Adoption

Organizations do not need to avoid AI altogether; they need clear governance practices. Employees and candidates deserve to understand when AI is being used and how it may influence decisions. Transparency builds trust and helps organizations demonstrate accountability. Not all AI tools are created equally.

Before adopting a platform, organizations should ask vendors about:

  • Bias testing procedures
  • Data privacy protections
  • Accessibility considerations
  • Ongoing monitoring practices
  • Human review processes

As AI adoption continues to accelerate, HR professionals will play a critical role in shaping how these technologies are used. The most successful organizations will not simply adopt AI because it is available. They will adopt it thoughtfully, ensuring that innovation supports human wellbeing, fairness, and organizational values. The future of work is not just about smarter technology. It is about creating workplaces where technology and people can thrive together.

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Resources to Develop Personal Land Acknowledgements

Resources to Develop Personal Land Acknowledgements

August 27, 2025

Reconciliation is important to our team both personally and professionally, and one of the areas we teach organizations about is how their team can develop individual, authentic land acknowledgements.

In our courses, we teach that a land acknowledgement is a way to recognize and respect the fact that we are here on land that has been home to Indigenous peoples since time immemorial. It should not be about checking a box or reciting a cookie-cutter script. It is about showing awareness, building relationships, and grounding what we do and our work in truth.

Folks often struggle with how to find information on the land they are on now, as well as where they come from. We encourage people to share where they come from as a land acknowledgement is a form of relational introduction. But that, too, can have its complexities.

We’ve compiled a list of resources on Indigenous/indigenous peoples globally. It is critical to note that we did not develop any of these resources, and you will need to do your own work to vet the sources both from a critical analysis perspective and from whether they align with you culturally. Since, after all, your land acknowledgement and introduction are your own. Your own family and ancestors’ experiences with territory may not align with these. Also, note that some areas of the world have more sparse information in English online. If you notice we’ve included a resource that has issues, please feel free to reach out at alicia@edifiedprojects.com so we can do our own fact-checking.

Again, these resources are provided as a starting point only, and you should always fact-check what you see with additional sources.

General / Overview

CAMH (Centre for Addiction and Mental Health) – Guidance for Honouring the Land and Ancestors Through Land Acknowledgements

An overview PDF created by Indigenous and non-Indigenous CAMH employees who are members of the Reconciliation Working Group.

Turtle Island

Native Land

An interactive global map that is a living document, informed by the contributions of Indigenous communities, Indigenous knowledge holders and their stories. We have been told this is most accurate in Turtle Island (North America), and from our perspectives, still needs additional fact-checking when looking within Canada. This post describes some of the difficulties in developing the maps in Africa, for example. And the team has a feedback page to raise any concerns. Overall, this is generally where we recommend people get started in Turtle Island.

Indigenous Peoples in Toronto: An Introduction for Newcomers

Covers Indigenous Peoples, Indigenous history, contemporary reality, and cultural awareness in Toronto.

Global Resources

LandMark: Global Platform of Indigenous & Community Lands
An interactive global map of Indigenous and community lands, providing information to support land rights and tenure.

Mapped: The World’s Indigenous Peoples

Infographics and data on indigenous populations worldwide.

ICCA Registry: Territories of Life
 An online platform for territories and areas conserved by Indigenous Peoples and local communities, featuring data, case studies, maps, and stories.

UN Permanent Forum on Indigenous Issues (UNPFII)
An advisory body to the UN that discusses Indigenous issues related to economic and social development, culture, environment, education, health, and human rights.

Indigenous Peoples Rights International (IPRI)
A global Indigenous-led organization that works to protect Indigenous rights and support Indigenous human rights defenders.

Minority Rights Group (MRG)
Provides country profiles on minorities and Indigenous communities, offering insights into their rights and challenges.

Australia – AIATSIS Map of Indigenous Australia
A map representing the language, social, or nation groups of Aboriginal Australia, showing general locations of larger groupings.

Africa – IPACC (Indigenous Peoples of Africa Co-ordinating Committee)
A network of Indigenous peoples’ organizations in African countries, focusing on advocacy and resource sharing.

Asia – AIPP (Asia Indigenous Peoples Pact)
A regional organization promoting and defending Indigenous peoples’ rights, with a focus on Asia.

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The Crucial Link Between Psychological Safety and Burnout

Despite the growing prevalence of flexible and remote employment, burnout has become a serious concern that many organizations are grappling with.

We have all heard the term, but what does burnout mean? Burnout is largely the result of ill-managed chronic workplace stress. It manifests through emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment. Burnout seriously affects employees’ physical and mental well-being, productivity, and overall job satisfaction. Understanding the relationship between psychological safety and burnout is essential for fostering a healthy workplace environment.

Psychological safety refers to an individual’s perception of the consequences of taking interpersonal risks in their work environment. In other words, psychological safety is the perception that we can express thoughts and ideas, challenge the status quo, ask questions, and admit mistakes without fear of punishment or humiliation. This is not to say that we should feel comfortable being constantly negative, argumentative, or combative without consequence. Rather psychological safety is the perception that we are safe to raise unpopular questions, be authentic in our curiosity, think outside the box, and learn from missteps. This sense of safety is critical in mitigating burnout and enhancing overall employee well-being.

Psychological Safety as a Buffer Against Burnout

Research consistently shows that high perceptions of psychological safety significantly reduce the risk of burnout. When employees feel safe, they are more likely to voice concerns, seek support, and collaborate effectively—all of which are essential to managing stress and preventing burnout.

Psychological safety provides a buffer against the pressures and demands of modern work life. Employee confidence that ideas and feelings will be respected can result in greater resilience in the face of challenges. This resilience stems from the assurance that their workplace is a supportive space where they can rely on their colleagues and leaders for help and understanding.

A Leader’s Role in Fostering Psychological Safety

Leaders play a critical role in establishing and maintaining psychological safety within their teams. Effective leaders create an environment where open communication is encouraged and diverse perspectives are valued. They model behaviours that promote trust and respect, such as actively listening to employees, admitting their own mistakes, and responding to feedback constructively.

  • Encouraging Open Communication: Leaders can foster psychological safety by encouraging open communication. This involves creating regular opportunities for team members to share their thoughts and concerns. Team meetings, one-on-one check-ins, and anonymous feedback channels can all contribute to a culture of openness.
  • Modelling Vulnerability and Empathy: When leaders are open about their own challenges and show empathy toward employees’ struggles, it humanizes them and reduces the stigma associated with vulnerability. This modelling can encourage employees to be more open and supportive of each other.
  • Recognizing and Valuing Contributions: Acknowledging employees’ efforts and contributions builds a sense of value and belonging. When leaders celebrate successes and recognize the hard work of their team, it fosters a positive and motivating environment.

The Dark Side: Leadership and Psychological Safety

Conversely, leaders who lack the experience to create a safe and supportive environment contribute to a climate of fear and anxiety. This exacerbates burnout. Leaders who are overly critical, dismissive of employee input, or inconsistent in their expectations can undermine psychological safety. Such behaviours can lead to a culture where employees are afraid to speak up, share ideas, or seek help, increasing stress and the risk of burnout. For example:

  • Micromanagement and Overcontrol: Leaders who micromanage can stifle creativity and autonomy, leading to frustration and stress. Employees who feel they have no control over their work are more likely to experience burnout.
  • Inconsistent Behaviour: Leaders who are unpredictable in their reactions create an environment of uncertainty. Employees in such settings may constantly feel on edge, worrying about potential negative repercussions for their actions.
  • Lack of Support and Recognition: When leaders fail to support their team or recognize their efforts, it leads to feelings of isolation and undervaluation. This lack of support drains employees’ emotional and psychological resources, making them more susceptible to burnout.

Conclusion

The interplay between psychological safety and burnout is a critical consideration for any organization aiming to enhance employee well-being and productivity. Leaders hold the key to creating environments where psychological safety is the norm, not the exception. By fostering open communication, modelling vulnerability, and recognizing contributions, leaders can mitigate the risk of burnout and cultivate a thriving, resilient workforce. However, leaders must also be vigilant about their own behaviours, which could significantly diminish psychological safety and, in turn, amplify the risk of burnout. The responsibility lies in leadership to nurture a culture that not only prioritizes psychological safety but also actively works to sustain it.

Organizations must prioritize creating a safe and supportive work environment where employees feel comfortable speaking up, taking risks, and sharing their ideas. By focusing on these key areas, organizations can effectively address burnout and create a culture that values their employees’ well-being and success.

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Weaving DEI into Your Professional Practice

A magician’s sleight of hand reveals a silver dollar from behind your ear. How did they do that?! There’s something awe-inspiring about a magician and their tricks, leaving us both amazed and frustrated as we wonder how they picked our card out of a deck or pulled a rabbit from their hat. But here’s the twist: the magic of Diversity, Equity, and Inclusion (DEI) isn’t a trick at all. Too often, DEI is seen as someone else’s job, confined to specialized teams or committees. But here’s the exciting part: DEI is for everyone, and it can be seamlessly integrated into your daily work, no matter your role or industry.

Why DEI Matters for Everyone

Embedding DEI in your professional practice isn’t just a matter of policy compliance or social responsibility. It’s about leveraging the full potential of diverse perspectives to drive better outcomes. Research consistently shows that diverse teams are more creative, better at problem-solving, and achieve higher financial returns. 

Despite knowing the benefits of fostering inclusive environments, many of us feel uncertain about where to start, especially if DEI isn’t our main focus. But here’s the fun part: everyone can play a role in making our workplaces more inclusive!

Practical Steps to Integrate DEI

Self-Education and Awareness: Dive into DEI principles that fit your role, whether you’re in IT, marketing, or customer service. There’s a treasure trove of webinars, articles, and training sessions out there to help you. Check your workplace learning management system or your professional association for courses.

Inclusive Communication: Evaluate your communication style and practices. Are you using inclusive language? Are you actively listening to and valuing the input from all team members? Small changes in how we communicate can make a big difference in making everyone feel valued and heard.

Equitable Opportunities: Advocate for and contribute to equitable practices within your team. This could mean ensuring everyone has access to professional development opportunities, recognizing and mitigating unconscious biases in hiring and promotions, or supporting flexible work arrangements to accommodate diverse needs.

Making DEI a Part of Your Routine

Integrating DEI into your daily routine doesn’t require a complete overhaul of your work processes. It’s about being intentional with your actions and decisions. Consider how you can incorporate DEI into meetings, project planning, client interactions, and even in casual workplace conversations. By consistently applying a DEI lens, you’ll help create an environment where everyone feels respected and empowered to contribute their best.

DEI at Home: Empowering Stay-at-Home Caregivers and Parents

DEI principles aren’t just for the office—they’re equally important at home. Stay-at-home caregivers and parents can also weave DEI into their day-to-day work. By teaching children about the value of diversity, encouraging inclusive play, and fostering an environment where everyone’s voice is heard and respected, caregivers can build a foundation of empathy and understanding. Reading books from diverse authors, celebrating different cultural traditions, and discussing the importance of equity can help raise the next generation of inclusive thinkers and leaders.

Your Role in the Bigger Picture

Remember, DEI is not solely the responsibility of HR or designated DEI officers. Each of us has a role to play in fostering a diverse, equitable, and inclusive workplace. Your efforts, no matter how small they may seem, contribute to a larger culture shift towards inclusion.

Not sure where to start?

Reach out to us at Edified Projects to discuss how you can integrate DEI principles into your professional practice. 

Image by Ahmed Sheraz on Unsplash

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Two-Eyed Seeing for Inclusive Leadership

Hands are lined up along a tree trunk.

Etuaptmumk means Two-Eyed Seeing. The term was shared by Mi’kmaw Elder Albert Marshall and refers to the ability to see the world through both Indigenous and Western perspectives simultaneously, acknowledging the strengths and insights of both knowledge systems.

At its core, Two-Eyed Seeing emphasizes the importance of integrating Indigenous ways of knowing with Western scientific methods to address complex challenges and create more holistic solutions. It recognizes that each perspective offers unique insights and approaches that can complement each other when combined thoughtfully.

Two-Eyed Seeing encourages inclusive workplaces

In practice, Two-Eyed Seeing encourages collaboration and mutual respect between Indigenous and non-Indigenous peoples, fostering partnerships that draw on the strengths of both knowledge systems. This approach is applied across various fields, including education, environmental stewardship, healthcare, and community development (see Institute for Integrative Science & Health for more information).

It involves creating spaces for dialogue, knowledge sharing, and learning from each other’s perspectives to promote cultural understanding, reconciliation, and sustainable development. This has applicability in all workplaces. By embracing Two-Eyed Seeing, individuals and organizations can work towards more inclusive and equitable outcomes that honour Indigenous ways of knowing while also leveraging the advancements of Western science and technology.

At Edified Projects, we practice Two-Eyed Seeing as a core tenet of our work. And we routinely coach organizations on implementing the concept in practice as a means of fostering a more inclusive workplace and culture. We believe that Etuaptmumk is a skill that senior leaders in any organization or community should work to develop. 

Nine principles of Two-Eyed Seeing for leaders

Here are nine principles of Two-Eyed Seeing that leaders can apply in their leadership practice:

1. Respect and value diverse perspectives: Embrace diversity in all its forms, including cultural, social, and professional differences. Recognize that each perspective (for example, Indigenous and non-Indigenous) has something valuable to contribute.

2. Seek out multiple viewpoints: Actively seek out different perspectives and opinions on key issues. Engage with knowledge holders, community members, clients, and team members from a variety of backgrounds and experiences.

3. Embrace uncertainty: Acknowledge that not all questions have easy answers and that ambiguity can be a source of creativity and innovation.

4. Practice humility: Recognize that no single worldview has all the answers and be open to learning from others. Two-Eyed Seeing avoids a clash of perspectives or the assimilation of views. Instead, it is the practice of co-learning and drawing on the strengths of multiple perspectives to advance solutions and understanding.

5. Foster collaboration: Create opportunities for people with different backgrounds and expertise to come together and collaborate on solutions.

6. Promote inclusivity: Create a safe and inclusive environment where everyone feels valued and respected.

7. Embrace change: Be willing to adapt and advance your thinking based on new information and insights. This is how knowledge evolves. And how big transformations can happen.

8. Lead with compassion: Show empathy and understanding towards others, recognizing the challenges they face and the contributions they make.

9. Commit to lifelong learning: Be open to new ideas and perspectives and continue to educate yourself on different ways of knowing and being.

By embracing the principles of Two-Eyed Seeing, senior leaders can cultivate a more inclusive and sustainable leadership approach that honours the unique strengths of multiple worldviews. This holistic approach can help drive innovation, creativity, and positive change in your organization and foster an organizational culture that benefits all employees.

Image by Shane Rounce on Unsplash

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Inclusive Leadership: Respecting the Many Facets of Self-Identification

While Shakespeare’s famous line, “What’s in a name?” may suggest names are inconsequential, the reality is quite the opposite, especially when it comes to inclusive leadership. Inclusion should not be reduced to a mere buzzword. Instead, it should represent a commitment to fostering an environment where everyone feels valued and respected. This commitment begins with the fundamental act of respecting the many facets of self-identification, including people’s names, pronouns, and other key elements of their identity.

The Power of Names

Names carry significant weight — they are an integral part of our identities. As leaders, it’s essential to invest time in learning the correct pronunciation of each team member’s name. This seemingly simple act demonstrates respect for their culture and individuality, thereby fostering a sense of belonging.

The Importance of Pronouns

In today’s diverse workplaces, acknowledging everyone’s pronouns is crucial. This acknowledgement is not just a sign of respect, but also a meaningful step toward creating an inclusive environment.

Honouring Self-Identification

Self-identification refers to how individuals identify their gender, race, or any other aspect of their identity. Respecting self-identification involves acknowledging and honouring these identities without making assumptions or judgments. For instance, while Statistics Canada refers to visible minorities as “persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour,” many individuals prefer “People of Colour” (POC) or People of the Global Majority (PGM). As leaders, it’s important to understand and use the terms that resonate most with those we interact with.

Inclusive Leadership Course

To further explore the nuances of inclusive leadership, we have designed a comprehensive course, available now as a facilitated webinar and later this year as an online asynchronous course. This course offers practical strategies for promoting inclusion, from fostering open dialogue to implementing inclusive policies. By participating in this course, leaders can equip themselves with the tools necessary to cultivate a truly inclusive environment.

Get in touch with Lena at lena@edifiedprojects.com to discuss your workplace learning needs on inclusion.

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Métis Resources

Journals

Pawaatamihk: Journal of Métis Thinkers

Books – Non-fiction

Belcourt, Christi. Medicine to Help Us: Traditional Métis Plant Use. Saskatoon, SK: The Gabriel Dumont Institute of Native Studies and Applied Research, 2007.

Campbell, Maria. Half-Breed. Halifax, NS: Formac, 1973.

Fiola, Chantal. Rekindling the Sacred Fire. Winnipeg, MB: University of Manitoba Press, 2015.

Fiola, Chantal. Returning to Ceremony: Spirituality in Manitoba Métis Communities. Winnipeg, MB: University of Manitoba Press, 2021.

Forsythe, Laura and Jennifer Markides, eds. Around the Kitchen Table: Métis Aunties’ Scholarship. Winnipeg, MB: University of Manitoba Press, forthcoming 2024.

Ghostkeeper, Elmer. Spirit Gifting. Raymond, AB: Writing on Stone Press, 2007.

Books – Fiction & Poetry

Dumont, Marilyn. The Pemmican Eaters. Toronto, ON: ECW Press, 2015.

Kerr, Conor. Avenue of Champions. Nightwood Editions, 2021.

Kerr, Conor. Prairie Edge. Penguin Random House Canada, forthcoming 2024.

Language and Cultural Resources

Gabriel Dumont Institute. “Heritage Michif Dictionary.” The Virtual Museum of Métis History and Culture. Accessed August 9, 2023. https://www.metismuseum.ca/michif_dictionary.php

Métis Nation British Columbia. Kaa-Wiichihitoyaahk: We Take Care of Each Other. Surrey, BC: Métis Provincial Council of British Columbia, 2021.

Rupertsland Institute. Homeland History. Edmonton, AB: Rupertsland Institute, 2022a. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Culture-and-Traditions-Foundational-Knowledge-Themes-01.25.22.pdf

Rupertsland Institute. Languages of Métis. Edmonton, AB: Rupertsland Institute, 2022a. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Culture-and-Traditions-Foundational-Knowledge-Themes-01.25.22.pdf

Rupertsland Institute. Master Vocabulary List. Edmonton, AB: Rupertsland Institute, 2022b. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Nation-Governance-Foundational-Knowledge-Themes-01.25.22-Rupertsland-Institute.pdf

Rupertsland Institute. Métis Culture and Traditions. Edmonton, AB: Rupertsland Institute, 2022a. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Culture-and-Traditions-Foundational-Knowledge-Themes-01.25.22.pdf

Rupertsland Institute. Métis in Alberta. Edmonton, AB: Rupertsland Institute, 2022a. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Culture-and-Traditions-Foundational-Knowledge-Themes-01.25.22.pdf

Rupertsland Institute. Métis Nation Governance. Edmonton, AB: Rupertsland Institute, 2022b. https://www.rupertsland.org/wp-content/uploads/2022/03/Metis-Nation-Governance-Foundational-Knowledge-Themes-01.25.22-Rupertsland-Institute.pdf